Restructuring strengthens Adams Harrison Residential and Commecial Property Department

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Restructuring strengthens Adams Harrison in Residential Conveyancing Department and Commercial Property / Company Commercial Department.

The partners are delighted to announce that Jack Stewart will become Head of the Residential Conveyancing Department with effect from 1st July 2024.

Jack joined the firm in 2016 and became a partner in 2023 and is known for his knowledge of residential conveyancing transactions and high levels of customer service.

Richard Booth, who will step down as Head of Residential Conveyancing on 30th June, will become Head of Company Commercial and Commercial Property Department, following the retirement of Rhodri Rees. Richard, who joined Adams Harrison in 2016, has been a partner since 2019, has an excellent reputation for his Commercial Property expertise and will also be able to offer his services for Company Commercial work. With the restructuring of the Residential Conveyancing and Commercial Departments Richard will be able to increase his portfolio of Commercial clients.

These changes form part of the firm’s long term strategy to establish themselves as the principal provider of legal services to both business and personal clients in the Haverhill, Saffron Walden and Sawston areas, both now and towards the future. We are your local firm with city expertise but high street pricing.

Adams Harrison 190th: Debs Toft’s Poem

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A lovely poem written by Debra Tofts. Debra is the receptionist / administration assistant based in our Sawston office.

Adams Harrison 190th Anniversary

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Adams Harrison 190th Anniversary Celebrations Announcement 1

Early Conciliation; If you are considering making a claim against your Employer read this

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  1. If you are thinking of making a claim against your Employer via an Employment Tribunal you must first of all complete an on line notification form to ACAS (Advisory, Conciliation and Arbitration Service).
  2. Early Conciliation is not obligatory but the completion of a notification form is.
  3. It does not cost anything to submit the notification form, nor does the form require detailed information.
  4. It will not be possible to submit a claim to an Employment Tribunal without first obtaining from ACAS a certificate number after the submission of a notification form.
  5. You can find the online form here.
  6. ACAS can guide parties through the process but cannot give legal advice.
  7. We can assist you with conciliation, including an early evaluation of the merits of any purported claim and the likely value if successful.
  8. Contact us via our contact form, by sending an email to [email protected] or by calling your nearest office (numbers at the top of the page).

Family Procedure Rules Amendment April 2024

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With effect from 29th April 2024, the Family Procedure Rules have been amended to promote alternative methods of resolving financial and private children disputes, other than through the court.

The background to this piece of legislation is that there is considered scope to extend non-confrontational methods by asking the parties to more formally engage with such processes, rather than defaulting to using the court. The terminology in the Rules refers to “non-court dispute resolution” (NCDR), which in addition to mediation, includes arbitration, evaluation by a neutral third party (such as private Financial Dispute Resolution procedures) and collaborative law.

Until introduction of the new rules, it was possible for either party contemplating litigation through the family courts, to attend a consultation with an accredited mediator, this being the Mediation and Information Meeting (MIAM). In the event that a party did not wish to proceed with the voluntary procedure of full mediation, they could obtain a MIAM certificate and then apply to court for a determination of their case. Under the new rules, the certification criteria will be more stringent. Mediators will be required to inform their clients about the various NCDR options available with supporting documentation, to ensure they are fully informed.

Certain exemptions from the requirement to have an MIAM certificate will remain, allowing parties to proceed directly to court proceedings. These naturally include cases of domestic violence, though the terminology is broadened to ‘domestic abuse’ in line with the Domestic Abuse Act 2021. Furthermore, the court will accept such cases on the basis of the applicant’s ‘significant financial hardship’ as opposed to ‘unreasonable hardship.’

One of the key changes is that previously the court could adjourn court proceedings in order to explore non-court options with a view to settlement, if the parties were in agreement with this method. Instead, the court may now adjourn the proceedings, in order to encourage NCDR simply “where the timetabling allows sufficient time for these steps to be taken.” In other words, the parties need not be in agreement with an adjournment.

As a deterrent to parties failing to engage in NCDR without good reason, the new rules provide that there could be cost consequences, therefore moving away from the usual initial position of ‘no order as to costs.’

During the court process, it is now a requirement that parties must file and serve on eachother a new form, (FM5), within seven working days before the first hearing. The form specifically asks parties to indicate what type of NCDR they have attended and explain why that method of resolution was not suitable in their particular case, verified with a statement of truth.

The revised Family Procedure Rules should represent a significant departure from the former use of MIAM certificates, moving parties’ conversations towards out of court settlements where possible. The emphasis will be on parties making genuine, fully considered, early attempts to fairly resolve matters without resorting to court proceedings. Time will tell whether these measures have any significant impact on court backlogs and aid resolution of issues.

Josephine Duchenne is a solicitor specialising in Family Law.

Tanya See – change of name

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The partners at Adams Harrison are delighted to congratulate Tanya See on her recent marriage to Shane Norley.

With effect from 1st May Tanya will become Mrs Tanya Norley.

I had an accident at work, what are my rights?

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No matter what precautions are in place, accidents at work can and do happen. Injuries caused by work accidents and employer negligence can range in severity from minor injuries to severe injuries. Importantly if you have suffered a personal injury at work and you believe your employer is to blame, you may be eligible to make an accident at work claim for compensation.

Adams Harrison Solicitors can help you and advise you about claiming compensation for an accident at work. You can contact us by phone, email or video call where we can provide a free assessment of your potential claim and if there are enough grounds to proceed we can discuss acting for you and starting your claim under a No Win No Fee basis.

In this article, we’ll explain what your rights are following an accident at work by answering some common questions we hear from our clients.

I have had an accident at work what should I do?

If you have an accident at work, you should report the accident to your employer as soon as possible, such as logging the event in the accident book.

If you are hurt, you should seek medical attention as soon as you become aware of your injuries.

You should also take photographic evidence of the accident such as photographs of any unsafe conditions that contributed to the accident – for example, if you tripped over loose cables, take a photo of the cables as evidence. It is also a good idea to take photo evidence of any injuries caused by the accident or obtain a statement from any witnesses that saw the accident or aftermath.

Can I lose my job for having an accident at work?

If you were not at fault for the accident, your employer should not dismiss you because of the accident. If your employment is terminated for this reason, you may be able to take legal action against your employer for unfair dismissal. This is where our employment law department can provide advice and representation. Even if your employer is alleging that the accident was entirely your fault you would need legal advice as to whether any dismissal or potential dismissal was fair. You may have other, employment related claims, in addition to a personal injury claim.

Can I still claim if the accident was partly my fault?

You may still be entitled to make a claim even if you were partly to blame however any compensation may be reduced to reflect the extent to which you were responsible for the accident. For example, if a claimant is found to be 50 per cent liable (legally responsible) for their own injuries, the compensation they receive will be reduced by 50 per cent. This deduction is known as Contributory Negligence. You can read about Contributory Negligence here.

Am I entitled to sick pay after an accident at work?

If you need to take time off because of injuries caused by an accident at work, check your employment contract for details about your sick pay entitlement. Usually your contract should outline whether you are entitled to Statutory Sick Pay (SSP), or a higher rate of contractual sick pay.

How long have I got to make a claim?

The law states that you have three years following an accident at work in which to make a claim for compensation. However, there are some limited exceptions to this rule and therefore please get in touch with us to allow us to advise you. We recommend that you contact us as soon as possible. The time period for an employment related claim is likely to be considerably shorter – in most cases just three months so do not delay obtaining our advice.

How much compensation can I claim?

The amount of compensation you are entitled to claim varies due to different factors such as the severity of your injuries, the time you have taken to recovery and how your injuries have impacted your life.
Compensation generally consists of two main categories:
General Damages – this covers the compensation for the pain, suffering and loss of amenity resulting from your injuries. This amount is based on the injury severity, the impact on your daily life and any long term issues. The Judicial College Guidelines sets out compensation ranges for different types of injuries.
Special Damages – These are awarded to cover specific financial losses that you have incurred as a result of your injury. This can include loss of earnings, rehabilitation costs and other out of pocket expenses. It is therefore important that you keep a record of these expenses including proof such as receipts to evidence the loss.

How much does it cost to make an accident at work claim?

Adams Harrison Solicitors can help you and advise you about claiming compensation for an accident at work. You can contact us by phone, email or video call where we can provide a free assessment of your potential claim and if there are enough grounds to proceed we can discuss acting for you and starting your claim under a No Win No Fee basis.

If you would like our assistance with an Accident of Work claim then please contact us via our website form, Telephone 01440 702485 or by email [email protected]